What can employers learn from this case?
Dr Dronsfield was the subject of a disciplinary process which resulted in his dismissal. The decision of the Employment Tribunal (ET) was that Dr Dronsfield was fairly dismissed. Dr Dronsfield appealed the decision.
The principal ground of appeal concerned the evidence that material in a draft of the investigation report was removed from the final report, in particular various conclusions reached by the investigator about the seriousness of Dr Dronsfield's conduct.
The ET found that the conclusions had been removed following advice that judgments as to the seriousness of the conduct should be left to any disciplinary tribunal that was subsequently appointed. The ET concluded that adopting that approach was not unfair.
The Employment Appeal Tribunal (EAT) noted that drafts of a report would not normally be provided to the decision-maker responsible for the next stage of the disciplinary process. The EAT upheld the ET decision that it was not unreasonable or unfair for the investigator to act on advice that evaluative conclusions should not be included in the final report.